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Why Virtual Reality is the Future of Recruiting ?

By | Michelle Laurey

During your recruitment and hiring processes, it’s important that you remain fair and objective. But your first priority is onboarding the candidate that is the best fit for the role and the company. However, recruiters are human, so at times it might be difficult to set aside your own biases based on a candidate’s appearance, clothes, nervous ticks… You may even bring anger and frustration from your own personal problems into your hiring decisions. Any of these unconscious influences can impact your choice of candidates.

Fortunately, you can ensure more balanced outcomes by integrating technology into your processes. Different technical tools are used in the hiring process, and none of them has biases. However, there is one technology that is still new for most employers and, sometimes, even scares them: virtual reality.

We all got acquainted with VR as a part of the gaming industry, but it is becoming more and more valuable in the business world as well. It’s proven very effective in training and orientation, but it can also be used to improve the hiring procedures and thus benefit your entire company. Let’s see how.

  1. Staying Competitive

    Improving the hiring experience is the key to attracting the best candidates and that’s where VR takes center stage. Millennials make up a large part of the new and coming workforce, and they appreciate technology more than previous generations. For example, at a university job fair the well-known food company General Mills provided a virtual tour of their headquarters and got a very enthusiastic response.

    Millennials, or the “Y” generation, tend to do more job hopping in the course of their careers. They are drawn to companies that provide not just a good paycheck, but a fun and engaging environment. To attract them to your culture, you could introduce some gamification concepts to your recruitment. Testing knowledge and skills is more fun with VR technology. While you can also let candidates experience your company culture, try out equipment, and assess their problem-solving and decision-making abilities. VR assessments will tell you more about a candidate than a resume or even an interview could.

    Should you reject the applicant, they’ll still have a more interesting experience to share with associates both offline and online, increasing your company’s visibility even when job openings aren’t available. VR can be seen as a promotional tool that helps to widen your pool of candidates. Sharing VR experiences can also help build rapport between new hires, trainers, and existing team members.

    2. Reducing Your Expenses

    Your VR solution doesn’t have to be a big investment. You can buy cardboard VR screens that fit over an iPhone for a couple of dollars each, or headset versions for under $100. If you find that these approaches work for you, you could develop plans to invest more in the beginning to lower your expenses in the future.

    VR helps you develop more cost-effective hiring practices by enabling candidates to discover exactly what working for your company will be like. This can help filter out candidates who aren’t a good fit for the job role or don’t feel comfortable with your culture early in the process so you don’t waste time and money. By providing a fun and interesting experience, candidates will discuss your company in a more positive light so job seekers familiar with your company are drawn to you, reducing your recruitment costs.

    You can also have the confidence that those who move forward in the process have the necessary skills and enthusiasm. Employees that are comfortable with your expectations from the beginning are more likely to remain with the company. Given the expenses of recruiting, onboarding, and training new hires, higher employee retention rates will also save you significant costs over time.

    3. Avoiding Discrimination

    VR tools in your hiring process also help to ensure a fair opportunity for all candidates. Introverted people who may be nervous and hesitant may not do as well over a round of face-to-face interviews. With technical tools for measuring performance, they have the chance to show off their skills before the interview process begins. The same is true for women, who tend to be a smaller segment of applicants for technical roles.

    With VR, candidates from very different backgrounds get to explore the job opportunity and present their skills. They can make an impression and demonstrate their value before recruiters start asking questions. By vetting candidates with technology, you have an efficient means of identifying the top finalists from any group of candidates to shorten and streamline the hiring process.

    The immersive environment of VR also enables you to get first-hand knowledge of strengths and weaknesses by observing or reviewing the performance of critical skills for specialized roles such as engineers, graphic artists, or heavy equipment operators. Relying on interviews means you have to make difficult choices based largely on emotions and verbal abilities. With VR, you’ll know just what each candidate is capable of to make the best hiring choices. As a result, both the applicants and the hiring managers will have less stress to deal with.

    Final Thoughts

In summary, VR technology can provide a greater level of value and integrity to your hiring processes. It provides a fair opportunity to display skills for candidates, while a more engaging experience will help to promote your company’s visibility and appeal. More effective techniques for finding and onboarding the best talent will also save you money and future headaches as you reduce hiring your mistakes going forward.

Author Bio:

Michelle Laurey is a freelance writer who enjoys fitness, relaxing in the fresh air, trying to live a healthy life and daydreaming about visiting new places (and actually visiting them). Her best ideas and problem solutions appear while she’s riding her bicycle. You can reach her via Twitter.

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Ramesh Ranjan

A Business Consultant, Executive Coach, Visiting Professor, Content Manager & Editor. Ex IIM NASSCOM LRC, ex VP NHRD Bangalore Chapter, ex VP-HR@Schneider Electric, Head HR@ APC, Caltex,Co Systems, Natural Remedies.

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